Tag Archives: hiring

I’m nearing a point in my post doc where I think I’m ready to finally start applying to faculty positions. I’ve gotten a few publications out, I’ve built a lab pretty much from the ground up, and I’ve mentored students in the lab ranging from high schoolers up through grad students. I’ve gotten leadership positions within organizations in my field, and I’ve managed to secure a chunk of time using the equipment at a national lab. Right now, it’s also the time of year when positions are advertised for the few months before the November and I’d have to wait another year for the next one. And though I’m ready to start applying, I’m a bit concerned about leaving.

I’ve been on a few searches now, and observed a dozen or more hires across every stage in my academic career. There have been barrels of ink spilled on how to do better in today’s awful job market, and academic job consulting is now a thing (if you’re reading this, you’re probably familiar with The Professor is In).

So why write (another) post on the job search? Two reasons. First, I’ve been through both processes in the last few years, so I’ve got a recenlt perspective from both sides of the process. And secondly, I see a lot — a LOT — of really easy, fixable mistakes made by people vying for academic jobs. I was almost tempted to title this post, “If the job market sucks this much, why aren’t you trying harder?” because there have been a surprising number of times that I’ve had this thought as I’ve gone through terrible cover letters or struggled through painful interviews or downright awful job talks. But the fact is, the market sucks, and a lot of the search process is out of your control. Most people are probably trying about as hard as they can. They just may not realize what they’re doing wrong, because the process can be obtuse from the outside, and a lot of us don’t get the mentoring we need.

I’m not going to talk about what you can’t control in this post, because while that will account for a number of your specific rejections, it’s not going to be the systematic cause of failure over the long-term. If you’ve been trying for a long time and you just cannot reach the next level of the search process, it’s likely to be something you can fix.

Today’s post is the second in a three-part series here at Tenure, She Wrote exploring the complexity of name changes and choices in academia.

When you’re trans, getting your name changed is a huge ordeal. You have to file it with the court, have it published for x amount of time in a local newspaper, hopefully get it approved by the court, then deal with social security, banks, DMVs, the lot. It’s a pain and very bureaucratic, but there are processes to follow. The same isn’t true for an academic publication record, particularly for those of us who transition later in our careers.

Your publication list is a huge part of academic life, and if you transition after having some manuscripts published you have to face a choice on every CV and every grant application from that point forward: Include past publications under an old name and risk discrimination for being trans, or leave out past publications under an old name and risk not getting the job or grant for seeming like you don’t have enough experience. It’s a catch-22, and right now there are no good answers.

My field has very few job openings each year, which means that if I hope to get a faculty position there is a high likelihood that it’s going to involve moving. This is hard enough for any academic, but being a queer person I have a number of extra considerations to take into account before accepting a position.

This is the second part of a two-part post detailing my (a new faculty member) experiences on a hiring committee. For Part I, go here.

The campus interviews

We had our three candidates on campus for interviews over a period of seven days. Each candidate flew in the day before the interview and had scheduled activities from 7:30 am to 8:30 pm. Candidates had a meeting with the department faculty, meetings with each of us individually, time with the Dean, lunch with the graduate students, gave a seminar, and had dinner with the department. Overall, the three candidate each did a great job – one of the best things about doing phone interviews first is that collegiality and competence come through pretty well on the phone. All the candidates were personable, prepared, and would probably be successful in the position.

Being in a tiny department of six means that you get a say in almost every major decision, which is a nice perk (this is can also be a giant pain, depending in the frequency of those decisions). So when a new line opened up everyone except the chair was put on the search committee. In February I was here on campus interviewing for my job, and this semester I got to help select the newest member of the department. It’s been quite a ride going from the nervous, unsure interviewee to the interviewer in less than a year. The process has been eye-opening, and perhaps it can provide some insight into the process for those about to go through it (at least for jobs at a mixed teaching/research school). Continue reading →

The job season is in full swing, which means those of you on the job market are probably anxiously checking and re-checking your email for an update about your applications. If you’ve done the work of putting together a really compelling application package, and you’ve pitched yourself appropriately, and you’re a good fit for the jobs you’ve applied for (yes, it’s a real thing), you can probably expect to get an interview at some point in your job-hunting future. I’ve had a bit of success with interviews and been on a couple of search committees (if you haven’t done this yet, I urge you to do so! It’s really valuable!). Given that the interview season is just starting up, I wanted to share my thoughts as a recent hire with the folks still in the trenches. Some of this will vary by discipline, so I’ve tried to keep this as broad as possible. Also, as a blog by and about women in academia, we’re often writing for a particular audience, but most of this post is really relevant to folks regardless of gender. Continue reading →